Leadership is defined within this essay as the ‘ability to influence others within an organisation to voluntarily make day-to-day decisions that to the organisations short and long term growth’. IVEY
What is effective ECE leadership
Leadership in early childhood education can have many styles. No two educational settings will use the same leadership style, as effective leadership is adapted to suit different settings and contexts. Effective leadership is created when leaders understand the community they work within. In early childhood settings, it is important to understand that the setting is made from a community of learners. In early childhood environments, leadership may be held by all educators in the setting, to varying degrees. It is the belief that all early childhood practioners can be leaders when empowered and educated to understand and work collaboratively with others to incite change. In these settings, educator’s work collaboratively with each other, rather than one educator dominantly. One situation may empower one educator to influence and share their vision, though they may be classified as a follower in a vision they are less passionate about. For instance, an educator may lead others about a worm farm they believe will enhance that educational centre, though be less passionate and follow another educator’s idea around saving water. It is the belief that when someone is passionate about an issue, that will take the lead and share their vision with others, gaining support and working collaboratively towards a shared goal. By having a collaboration of leaders, new ideas and ways of thinking can be generated, ensuring that the most is achieved in a setting.
Leadership styles MENTION KEY BENEFITS DIRECTLY
TALK ABOUT TRANS
A transformational leadership style lends credence to the belief that most early childhood practioners work collaboratively with others towards a joint goal. Nupponen (2006, p.45), discusses the role of a transformational leader as someone who can motivate individuals to make their own decisions, therefore enabling them to take greater ownership for tasks. This discussion around transformational leaders explains how these leaders have the ability to relinquish their power and empower others to become involved within the decision making process. By relinquishing power to others and empowering staff to have a voice in a vision, multiple ways of thinking can be utilised, ensuring that the best outcome can be met. Nailon, Delahaye, & Brownlee (2007, p. 3), outline that transformational leaders are also concerned about supporting staff physically, emotionally and intellectualy. This type of leadership style is thought to achieve a deeper learning, as staff members are jointly involoved in the vision and are contributing their ideas towards the result. *EXAMPLE OF TRANS LEADER* Bloom (2003) further describes transformational leaders as ‘energising and engaging others pursue a common goal’. This description of a transformational leader reaffirms this leadership style as giving staff motivation and a sense of purpose, an ability to solve problems in a supportive environment (Tickle, Brownlee & Nailon. 2005).
Effective leaders motivate, inspire and persuade other to realise their goals. A Charismatic leader promotes their belief for their own benefit whereas both transformational transactional leaders promote change for the benefit of others and the organisation. Charismatic leaders generally promote their belief for their own benefits. This style of leadership is more focused on the leader themselves, rather than what they achieve. Lussier, Achua (2001, p.373) discuss the need for charismatic leaders to have the power and control within a situation. This statement implies that these leaders expect followers to completely conform to their leaders, regardless of the actions of the leader being fulfilled....